I think that is covered by our checking the shortlisting to see if and why people who satisfied all the criteria have been excluded, as explained in earlier email. Not quite sure what you mean by second point support in the institution is of course important. Berry
-----Original Message-----
From: Mannie Kusemamuriwo
[mailto:[log in to unmask]]
Sent: 20 May 2004 17:30
To: [log in to unmask]
Subject: Re: Staff Recruitment Monitoring
What if they then feel that they have subsequently suffered some form of
unfavourable treatment and/or detriment, when they have not completed
it. How will the institution satisfy the "litmus test" of having done
everything reasonable and practicable to try and discharge its
obligations under the "Burden of Proof and Vicarious Liability"
requirements, if a racism issue is raised? We also need to consider the
staff involved who have a right to expect the appropriate support from
their institution. Will they have been given that, in this situation, as
they are the ones who could be directly named.
It is not so much what the obligations are for the applicants but what
the statutory requirements are, complex as they may be, for the
institution. As long as we, from an institutional point of view, can
show that we have done all we can, then we can rest assured that we have
done what any good institution could/should have done. Otherwise we need
to ask further questions and hopefully get the right answers.
Mannie.
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Smith, Geoff
Sent: 20 May 2004 16:54
To: [log in to unmask]
Subject: Re: Staff Recruitment Monitoring
It is always interesting when someone thinks through an issue and goes
against conventional wisdom/practice as a result.
Presumably it is not obligatory that applicants complete that part of
the form and they suffer no detriment if they don't complete
it.
Geoff
*************************************
Geoff Smith
Assistant Secretary
University Secretariat
Sheffield Hallam University
City Campus
Howard Street
Sheffield
S1 1WB
Tel: 0114 225 3854
Fax: 0114 225 3498
Email: [log in to unmask]
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Dicker, Berry J
Sent: 20 May 2004 15:52
To: [log in to unmask]
Subject: Re: Staff Recruitment Monitoring
Thank you for the feedback Richard, if I am the 'unspecified' one then
let me be clear. Our monitoring is integral to the
application form, not tear off or detached. We take the view that much
EO information can be gleaned from the form any way,
recruiting panels should be engaging positively with difference, it
should be up front, and that the argument that the process
must have been fair as the monitoring was removed can be specious.
Berry
-----Original Message-----
From: Richard Burrow [mailto:[log in to unmask]]
Sent: 20 May 2004 14:15
To: [log in to unmask]
Subject: Staff Recruitment Monitoring
Dear All,
Thanks to those who responded to my query. The results are as follows:
12 responses received from HEIs
11/12 have a separate or tear-off monitoring section (6 separate, 4
tear-off, 1 unspecified)
11/12 return all applications to a central HR function ( 1 excludes
weekly)
The one that does not return all apps centrally requires the receiving
dep't to complete a detailed summary of the applicant
profiles.
Hope that is of interest - it gives a clear indication of how the sector
is approaching this crucial function.
Richard Burrow
Assistant Director of Human Resources
University of Newcastle upon Tyne
Tel: 0191 222 6306
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